Facilitating an NHRI Gender Audit Figure 27: Example of qualitative document review analysis Audit Area Audit Questions Findings (from Fig 16) Analysis of Key Themes Q1: What information does the Q2: Are there any gaps or questions document provide about how the that arise from the documentation? NHRI promotes gender equality? Documents Strategic Plan 2021–2026; Operational Plan/Budget 2021; Annual Report 2020 1 NHRI’s How well does the NHRI: Strategic Plan 2021–2026 Strategic Plan 2021–2026 According to [list documents]: 1.1 integrate gender perspectives into • Language, tone, images are • One of six Commissioners are female 1 Gender is evident as a priority structure and strategic statements and decision- decision- making processes? making 1.2 gender mainstream strategies, priorities and practices throughout functional and portfolio areas? 1.3 balance gender representation at the senior leadership level? 1.4 proactively promote and recruit for gender equality at senior leadership positions? 1.5 designate leadership responsibility for the gender equality portfolio? 1.6 have a designated division, unit or work program focused on gender equality? 1.7 commit to ensuring gender equality is integrated in operational plans? 1.8 incorporate provisions for gender equality at all levels of the budgetary process? gender inclusive • Gender equality is included as a strategic priority • There is a designated gender (16%) • There is no evidence of a budget specifically allocated for gender priorities portfolio at Commissioner / Operational Plan & Budget 2021 Ombudsperson level • The Chief executive is male. Two of Operational Plan & Budget 2021 • Language, tone, images are gender inclusive • There is a work stream for gender activities Annual Report 2020 • Language, tone, images are gender inclusive • The outcomes of the gender work stream are reported eight senior leaders are female (25%) • There is not a separate division / portfolio focused on gender equality • There does not appear to be a budget allocated for the work stream on gender activities • There is no evidence of genderrelated indicators to measure improvement of the NHRIs work for the NHRI in strategic and decision-making levels and in workstreams (green). 2 There is inadequate commitment to operationalising gender priorities, e.g. lack of designated division / person or budget (grey). 3 There is a lack of gender balance at Commissioner / senior leadership levels (blue). 4 Monitoring, evaluating and reporting on progress: While gender activities are reported, data is not disaggregated by gender nor reported across Annual Report 2020 the organisation’s functions / • Data is not disaggregated by gender portfolios (yellow). • The impact of the NHRIs work on (Note: some of these themes may gender across all functional and also be relevant for the other four portfolio areas is not reported audit areas) 74